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Starting from the theoretical mechanism of profit sharing between finance and the real economy, this paper reviews and analyzes the profitability of China's banking industry and makes a horizontal comparison with the banking industry of the United States, Japan, and Germany.

Based on the panel threshold model, it is found that there is a dual-threshold asymmetric effect between banking profit and the growth of real economy. When the net profit rate of the banking industry is lower than 0.491%, the increase in banking profitability will inhibit the growth of real economy due to profit grabbing; when the rate falls within the range of 0.491–0.801%, the increase in bank profitability is conducive to the growth of real economy.

Finance and the real economy are in the most comfortable symbiotic state; when the rate is higher than 0.801%, the continued increase in bank profitability will weaken the promotion effect of finance on the real economy, but bank profitability and the growth of real economy are still in a symbiotic state of positive promotion.

The promotion effect of China's bank profitability to the growth of real economy has shifted from the suboptimal state to the optimal range as a whole, which is attributed to the strong deleveraging and strict supervision of the Chinese government after 2016, the timely and decisive “stepping on the brakes”, pulling the financial sector back from the “illusion” caused by “self-circulated” profits and preventing it from harming the real economy.

Sustainability is an emotional issue. It is also an issue that is gaining prominence in organizational agendas. In this chapter, we outline a model to explain how employees perceive change agents working to implement sustainability initiatives in organizations. Using this model, we argue that organizational support for sustainability can influence how employees respond to sustainability messages. We further argue that the intensity of emotions that change agents display, and how appropriate those emotions are within the organizational context, will influence how employees perceive those individuals and the success of their efforts to influence green outcomes.

We extend the Dual Threshold Model of emotions (DTM: Geddes & Callister, 2007) to assess the impact of displays of emotional intensity on achieving sustainability goals. Our model links emotional propriety to change agent success. By exploring variations of the DTM in terms of contextual factors and emotional intensity, our model elaborates on the dynamic nature of emotional thresholds.

Using our framework, change agents may be able to improve their influence by matching the emotional intensity of their messages to the relevant display rules for that organization. That is, change agents who are perceived to express emotion within the thresholds of propriety can enhance their success in implementing green outcomes.

This chapter examines sustainability initiatives at the interpersonal behavior level. We combine aspects of organizational behavior, emotion in organizations, and organizations and the natural environment to create a new model for understanding change agent success in corporate sustainability.

The purpose of this study is to explore the impact of environmental pollution and industrial structure upgrading on environmental pollution in different stages based on the temporal and spatial heterogeneity of economic development level and industrial structure upgrading level in eastern, central and western regions of China and discuss whether there is adjustment effect and threshold effect in the process of economic growth affecting environmental pollution, and finally realizes sustainable economic development.

Based on panel data from 30 provincial-level administrative regions of China (excluding Tibet and Hong Kong, Macao and Taiwan) from 2000 to 2019, this paper uses the environmental Kuznets curve, regulating effect model and panel threshold model to analyze the impact of economic growth and industrial structure upgrading on environmental pollution.

The results present that the uneven distribution of natural resources leads to different levels of economic development and industrial structure upgrading in eastern and western regions, and its impact on environmental pollution is also different. Economic growth and industrial structure upgrading have a positive effect on environmental pollution, and the relationship between economic growth and environmental pollution is inverted U-shaped. At present, the eastern, central and western regions of China are at the right end of the inverted U-shaped relationship. In general, industrial structure upgrading in eastern, central and western regions has a significant inhibitory effect on environmental pollution. Industrial structure upgrading has a negative moderating effect on the relationship between economic growth and environmental pollution, and the regulating effect is most significant in the central region, followed by the eastern region, and not significant in the western region. The results of panel threshold model show that the industrial structure upgrading can slow down the positive impact of economic growth on environmental pollution and strengthen the negative moderating effect of industrial structure upgrading on economic growth and environmental pollution.

The innovation of this study is to bring economic growth, industrial structure upgrading and environmental pollution into a unified analytical framework, analyze the impact of economic development and industrial structure upgrading levels in different periods on environmental pollution, and select industrial structure upgrading as the moderating variable and threshold variable. It provides a thought for the influence mechanism of different levels of industrial structure upgrading on economic growth and environmental pollution. Based on the panel data in China, this study emphasizes the concept of sustainable development, adheres to green development and proposes relevant policies to improve environmental pollution. And this paper proposes relevant policies to improve environmental pollution from the perspective of transforming economic growth mode and optimizing industrial structure in China, which also has reference significance for developing countries to realize sustainable economic development.

This paper aims to examine the impact and mechanism of digital development on enterprise labor productivity. In addition, this study empirically analyzes the nonlinear impact of digitalization on labor productivity.

This paper uses a fixed effect model, a mediation effect model and a panel threshold model to test the theoretical hypothesis of this study.

The results demonstrated that digitalization had a promotional effect on labor productivity, with approximately 18% of this effect achieved through transmission and influence on human capital. In addition, the novelty of this study lies in the discovery that digitization has an obvious nonlinear positive effect on corporate labor productivity. The results suggest that companies should increase investment in data-driven innovation capabilities, improve the implementation of digital talent training plans, improve their financing capacity and strengthen corporate internal management, while the government should provide appropriate policy support differently for various enterprises.

This study takes China’s Shanghai and Shenzhen A-share listed companies as the research object, systematically examines the impact and mechanism of digital development on enterprise labor productivity and explores the nonlinear relationship between digitalization and enterprise labor productivity, which is a new angle.

本文旨在探讨数字化发展对企业劳动生产率的影响及其机制。此外, 本研究实证分析了数字化对劳动生产率的非线性影响。

本文采用固定效应模型、中介效应模型和面板门槛模型来检验本研究的理论假设。

结果表明, 数字化对劳动生产率有促进作用, 其中约 18% 是通过对人力资本的传导和影响来实现的。此外, 本文的新颖之处在于发现了数字化对企业劳动生产率具有显著的非线性正效应。结果表明, 企业应加大对数据驱动创新能力的投入, 完善数字化人才培养计划的实施, 提高融资能力, 加强企业内部管理, 政府应针对各类企业提供差异化的政策支持。

本研究以中国沪深A股上市公司为研究对象, 系统考察了数字化发展对企业劳动生产率的影响和机制, 探讨了数字化与企业劳动生产率之间的非线性关系, 这是一个新的研究角度。

This chapter explores the nuances of anger in the workplace by elucidating the different forms of anger (personal and moral) experienced amongst NHS nurses in the United Kingdom. To do so, I draw upon the Dual Threshold Model of anger as the theoretical lens and employ Interpretive Phenomenological Analysis as the methodological approach. It was found that the behavioural response to particular anger-triggering events differed depending on whether the situation was ‘self-relevant’ or ‘other-relevant’, therefore personal and moral anger, respectively. The findings therefore suggest distinct appraisal pathways and forms of anger, and provide empirical support for a recent re-conceptualisation of moral anger.

The purpose of this paper is to present an improved model based on center potential instead of surface potential which is physically more relevant and accurate. Also, additional analytic insights have been provided to make the model independent and robust so that it can be extended to a full range compact model.

The design methodology used is center potential based analytical modeling using Psuedo-2D Poisson equation, with ingeniously developed boundary conditions, which help achieve reasonably accurate results. Also, the depletion width calculation has been suitably remodeled, to account for proper physical insights and accuracy.

The proposed model has considerable accuracy and is able to correctly predict most of the physical phenomena occurring inside the broken gate Tunnel FET structure. Also, a good match has been observed between the modeled data and the simulation results. I_on/I_ambipolar ratio of 10^(−8) has been achieved which is quintessential for low power SOCs.

The modeling approach used is different from the previously used techniques and uses indigenous boundary conditions. Also, the current model developed has been significantly altered, using very simple but intuitive technique instead of complex mathematical approach.

Excessive anger at work has a negative impact on the worker expressing anger and on those around them. The aim of our study is to identify anger triggers, reactions, and strategies for workers referred to an anger management intervention program. We interviewed 20 participants prior to the start of that program. Main causes of anger reported were unfair treatment, workplace incompetence, disregard by others, and concern for the bottom line. Anger reactions were aggressive acts and anger suppression. The two main strategies reported for dealing with anger were “no identifiable strategy” and distancing. Implications for theory and practice are discussed.

This study is a preliminary effort to examine “muted anger” in the workplace. Muted anger is a unique interpersonal and organizational phenomenon, incorporated in the Dual Threshold Model (DTM) of workplace anger (Geddes & Callister, 2007). Characterized as a form of suppressed workplace anger, muted anger occurs when angry organizational members intentionally keep their anger hidden from management and those responsible for the problematic situation, and instead express their emotions to colleagues (and others) unrelated to the initial anger-provoking incident. Using the DTM framework, we surveyed 296 full-time employees regarding their experience with an angry colleague who vented to them after an infuriating event. Our findings indicate that whether or not muted anger episodes can lead to productive communication practices depends on the anger intensity of both the actor and the sympathetic responder as well as the responder's level of organizational commitment. Those who themselves felt moderate anger intensity after hearing their colleague's plight and those with high organizational commitment were more likely to advocate on behalf of their angry colleague and approach management or someone in a responsible position to help address the problematic situation. Those with lower anger intensity and organizational commitment typically discussed the situation with one or two additional, but unrelated persons – expanding the muted anger episode.

Purpose: In this chapter, we develop a conceptual model, the relational anger model (RAM). The model aims to better understand the receivers' attributions and emotion regulation strategies used in the face of intense workplace anger. We also report a test of this model in a workplace setting. Study Design/Methodology/Approach: The data were collected through a survey using a split administration design conducted in various industries. The analysis used PROCESS based on data gathered from 122 employees. Findings: The results indicated that perceptions of greater anger intensity are associated with lower target positive health (e.g., lowered work functionality). When attributions of higher sender anger intensity are viewed as appropriate, targets experience better health outcomes. Targets' attribution of lower sender anger intensity appropriateness is also associated with targets' reporting higher negative health outcomes (e.g., lowered self-esteem). Support for the full moderated mediation model of the effects of the ER strategies is not found. However, separate paths within the model are significant as outlined in the analysis throughout this chapter. Originality/Value: Overall, the RAM increases our understanding of a receivers' internal cognitive and affective processes in the face of workplace anger manifestations in organizations. Research Limitations: There is a possibility of common method variance affecting the study results, but a split administration design was used to minimize this effect. The study may also be affected by memory of the anger incident, which we tried to overcome using the Day Reconstruction Method.